One step away from dreams
Andrey shut down his MacBook and looked tiredly at the late visitor: "Anything else?" The third week in a row he had been at work until midnight; plans to spend this summer with his family in Italy now appear to be a naive dream.
Back in the spring, it would seem he had hit the big time - new Chief Marketing Officer turned out to be a genius and customers' traffic unexpectedly increased. A growing list of staff members, a beautiful office in the city center and a new R&D department - Andrey was just a stone's throw from his dream - to build a global company, delegate control to the new CEO and retire to the supervisory board. After a short break, he would launch a new business - he had thousands ideas, but he never got round to them before.
Learn about risks in advance
“I am quitting” - the Head of Development always clearly and concisely expresses his intention, leaving no room for discussion.
This was the third dismissal in the past month. Key people did not know how to work in the changed conditions. The expansion of the business proved to be a threat and the rapidly growing company was bursting at the seams.
“I just want to know about such risks in advance and be able to do something at least” - we met with Andrey in the morning for a cup of coffee. “I built a digital company and I can predict market trends, but I cannot digitize people.”
I was a little embarrassed - in terms of system solutions, he has always been a guru for me."Why don't you digitize people, but the risks associated with people?" The interest in his eyes inspired a bold experiment and I continued: “You collect statistics on layoffs, but you work this way with the past. Let's compare it with the possible risks and train the machine to predict the possibilities of their manifestation with specific people in the future. Then you can see the trend, while your HR department gets a more accurate target.
Personnel risk forecasting project
The first results were encouraging - the algorithm immediately identified the risks of leaving young employees in the customer service department due to the increased workload and an upcoming new academic year. Andrey managed to hire twice as much trainees in order to avoid the possible staff loss and invested in the e-learning system to expedite the learning curve, which ensured the company's smooth operation during the hot season.
“It has to be clear even without artificial intelligence - students begin their studies, while we have a hot season. They have to leave earlier, and we have to increase the daily workload. But the emergency on-time alert from the system made us react a month before we faced difficulties” - he shared his first feedback.
“A machine learns faster than a person. I believe that it will not be long before she will be able to see further and detect completely unpredictable turns. And I myself can't wait to find out what we are missing. "
Over lunch, he showed a photo of a family in an Italian ski resort and generously shared his plans to expand the business into new markets.
“I'm not ready to hire a CEO yet. Basically, I can run the company myself for a couple more years. By the way, do you have any ideas on how to increase customer loyalty? "
I smiled, as Andrey appeared in my imagination, patiently teaching a bot how to provide an excellent customer service. But that's another story.